4 Reasons You Should Dive in to Video Interviewing

People thrive on stability and predictability. So when a recruiter suggests video interviewing as an alternative to the traditional, the hiring manager may panic. Unfortunately, many hiring managers aren’t aware of the reasons they shoulduse video interviewing. The cost-effective method of deepening the talent pool provides consistency and compliance measures. Lucky for you, there are video interviewing options that save you time, money, and energy.

You Don’t Need Floaties

Honestly, who likes swimming in the shallow end? Deepening the talent pool reinforces company recruiting brand and candidate experience. A shallow talent pool means the very real potential of missing out on qualified and culturally fit talent. With the lowered cost and ease of travel, video screening provides the capability to access untapped talent. International candidates could be just as viable as an applicant from the local talent pool, but you won’t know that until you screen talent separated from your company by distance.

Wallet Wiggle Room

It is no secret that video interviewing saves time and money in travel. Take a harder look at it… Video interviewing simplifies the screening process. With pre-recorded, or one-way, video options, a skilled hiring manager can screen 10 candidates in the time it takes to do one phone interview. A transition to video interviewing removes inefficient steps from the screening process.

Maybe that’s why growing limited budgets and the incessant need for new and bright talent leaves recruiters searching for new and cost-effective interview methods. Video interviewing is a positive alternative to traditional recruitment methods because it can save as much as 67% in travel costs, if not remove travel costs completely. Although it is from a distance, or even pre-recorded, video interviewing gives the hiring manager insights into the candidate

Discrimination Deterrent

Video interviewing can strengthen your company’s Equal Employment Opportunity compliance (EEOC). Yes, video screening actually helps to deter job applicant discrimination. How? It holds recruiters and hiring managers alike responsible for any behavior that would be considered questionable. They are more on guard with how they speak and act with candidates. Compliance laws state companies have to store recorded video interviews for at least 2 years.

The technology gives no candidate preferential treatment. All applicants have the same amount of time to analyze and answer a question. So, this prevents opportunities to stray from the interview into personal conversations, which could potentially create bias.

Candidate Consistency

Pre-recorded interviews ensure hiring managers and recruiters are asking the same questions to each candidate. This consistency guarantees the same experience for each applicant as they make their way through their interview and screening process. Candidates want the same stability during interviews as the interviewer; the nature of the video interview provides that. It increases efficiency while maintaining the feel of a traditional face-to-face interview.

Not to mention, with the 40 million Millennials in the workforce, companies have to adjust their employer brand accordingly. They are a technology savvy group and they crave digital development.

Transitioning to cost-effective video screening from the traditional face-to-face interviews. It not only broadens but deepens your talent pool as well. Video interviewing helps companies stay compliant with EEOC regulations. These recordings help hiring managers to review candidate files again or show them to a third party. The consistency of a recording not only maintains a strong candidate relationship, but also builds your employer and recruiting brand. Video screening saves company time, money, and effort.

I can definitely see how video interviewing would be appealing to the millennial generation. While there’s nothing wrong with appealing to the younger generation(s), I think you also need to appeal to those out there that are not a part of the younger generation(s). They are still applying for jobs as well. Perhaps giving the option of a video interview as well as an in person and phone interview would be best. Giving the option would probably help other job candidates feel more comfortable.